Feedback is how a manager provides information to a team or individual employee regarding their actions or
behavior and how it impacts others. Positive feedback is provided when the manager wishes to convey that the
conduct or action is good and to encourage its continuation.
Constructive feedback is used to point out areas where improvement is needed and provide information and
observations to promote growth. Be specific. Whether you are noting something that your employee has done well or a
behavior that requires improvement, you want to be clear and concise when giving feedback to your employees.
Be Genuine. Feedback needs to be provided for the purpose of encouraging your employees either to continue
excellence or to promote growth. In both cases, the intentions behind the feedback can determine how the employee will
accept the feedback. Request permission to give feedback. Get your employee to engage with the feedback that you are
providing, and it is more likely to be accepted and acted on. Provide information and observations. Feedback is not advice.
It is information that you feel your employee needs based on your observation of their performance. Be Timely. Feedback
should be given as close to the event as possible to be valuable. If the behavior was undesired and you waited until an
annual review, it means you tolerated it all year when you could have nipped it in the bud and, unless it is something
that the employee does every day, they may claim that they don’t know what you are talking about. If the behavior was
desirable, you missed the opportunity to encourage it to occur more often. Don’t ask “Why?” Feedback is based on the how
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